UNIVERSITY OF CAPE TOWN
SELECTION COMMITTEES : ACADEMIC
As approved by Senate (PC 07/2009) and Council (Council September 2009 and EXCO 4
November 2009). (A set of rules on the recruitment and selection process is available at
http://www.hr.uct.ac.za . This document must be read together with the Best Practice Policy for
the recruitment and selection of staff).
Introduction:
The Senate committees that consider applications for academic posts are called selection
committees, and have the power to act on behalf of Senate. The composition of each
committee is reported in the Principal’s Circular for the information of Senate and Council.
Notes:
(a) Category A posts are at Professorial level.
(b) Category B posts are at Associate Professor/Senior Lecturer/Lecturer levels.
(c) This policy includes the appointments of Research Officers of equivalent ranks.
(d) Where an advertisement is for a range of possible appointments (e.g. one vacancy
advertised at Professor/Associate Professor/Senior Lecturer/Lecturer levels) the
procedures applicable to the highest rank will apply.
(e) Faculty, in these procedures, must be taken to mean CHED or the GSB, in relation to
posts in CHED or in the GSB. In the case of the GSB, the Director will be responsible for
approving the composition of the Selection Committee; and the Selection Committee will
include a representative of the GSB’s Transformation Committee given the Director’s
accountability for the GSB’s employment equity plan. But, recognizing the GSB’s
position as a department within the Faculty of Commerce, other references to the Dean
are to the Dean of Commerce.
(f) These policies do not apply to the following categories of appointments:
I. Visiting academic appointments (from Lecturer to Professor) where the appointment
is for two years or less, and where the appointee holds a post at another institution;
II. Honorary Senior Lecturer or Honorary Lecturer appointments (usually in the Faculty
of Health Sciences, where the appointee holds a post in an associated hospital);
III. Honorary Professor and Honorary Associate Professor appointments (separate
procedures available at http://www.hr.uct.ac.za);
IV. Tutors, demonstrators and student assistants;
V. Contract appointments of up to two years for academic and research officer
appointments;
VI. Vice-Chancellor, Deputy Vice-Chancellors, Deans and Registrar (separate
procedures available at http://www.hr.uct.ac.za)
VII.
1
SELECTION COMMITTEES FOR PROFESSORIAL POSTS : CATEGORY A
1.
STATUS : Committee of Senate.
2.
DATE OF APPROVAL AND GENERAL RULES AND GUIDELINES
2.1.
Date of approval: Senate, via PC 07 2009 and Council EXCO November
2009
2.2.
General Rules and Guidelines for Committees
These terms of reference should be understood in conjunction with the
general rules for procedures for committees, as amended form time to time,
and published in the Principal's Circular. These general rules and procedures
can be found at http://www.uct.ac.za/about/governance/committees
3.
PURPOSE
To select the most suitable Chairworthy applicant for a Professorial appointment,
taking cognisance of the university’s Employment Equity Policy.
4.
COMPOSITION OF SELECTION COMMITTEE
4.1.
Compilation and Approval of Composition
The selection committee is compiled by the Dean, after consultation with the
Head of Department and the Chair of the Faculty’s Transformation
Committee, to ensure expertise and diversity. The Dean approves the
composition of the committee and is inter-alia accountable for diversity in the
membership.
4.2.
Ex Officio Members
Vice-Chancellor, Deputy Vice-Chancellors, Dean of the Faculty and Head of
Department. (The statute provides that the VC and DVCs are members ex
officio; Senate has decided that the Dean and HOD shall be).
4.3.
Employment Equity Representatives
The Faculty’s Transformation Committee must nominate an employment
equity representative to serve on the committee.1 An employment equity
representative must be a member of the permanent academic staff, and he or
she must ensure that he or she has a clear understanding of the Employment
Equity policy2 and the faculty’s employment equity plan and targets. 3 Two
alternate employment equity representatives are to be appointed at the outset
and the Chair has the authority to call on an alternate at any stage during the
recruitment process if the appointed employment equity representative is
unable to participate.
4.4.
Other Members
1
An employment equity representative should have attended an internal recruitment and employment
equity workshop, and should do so annually where possible. These workshops are presented by the
HR Department. The Dean or nominee should ensure that opportunities are created for EE reps to
attend these workshops on an annual cycle.
2 This is available at http://hr.uct.ac.za/policies/ee.php
3 It is the responsibility of the Dean or nominee to ensure that EE reps are provided with the details of
the faculty’s EE plan and targets.
2
Other members must be members of the permanent academic staff of the
university (with at least one member from a cognate department). There is no
limit on the number of other members, but the committee should be of
manageable size. Alternates are to be appointed at the outset and the Chair
has the authority to call on an alternate at any stage during the recruitment
process if difficulties arise, e.g. quorum requirement, if one of the members is
unable to participate.
4.5.
Joint Staff Posts in the Health Sciences Faculty
In addition to the above members, the following are members of the selection
committees for joint staff posts, and each has the right to nominate an
alternate to serve on the selection committee in his/her stead.
4.5.1. Groote Schuur Hospital Joint Staff Posts:
 The Chief Executive Officer, Groote Schuur Hospital, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.2. Red Cross Hospital Joint Staff Posts:
 The Chief Executive Officer, Red Cross War Memorial Childrens’
Hospital, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.3. Associated Psychiatric Hospitals Joint Staff Posts:
 The Chief Director, Regional Hospitals, Associated Psychiatric
Hospitals and Emergency Medicine Services, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.4. District Health Services and Programmes Joint Staff Posts:
 The Deputy Director-General, District Health Services and
Programmes, or nominee
4.5.5. National Health Laboratory Service Joint Staff Posts:
 Regional Manager, NHLS
 The Chief Executive Officer, NHLS, or nominee
4.6.
Council Observers
A member of the University Council may be appointed to each selection
committee as a non-voting member. The Council observers will be selected
from the list of external members of Council who are willing to serve as
observers.
4.7.
Guest Members
The Dean may invite up to two persons with expert knowledge of the relevant
discipline, from within or without the university to be guest members. Guest
members do not vote.
4.8.
Retiring/Resigning Incumbent of the Post
The retiring/resigning incumbent of a post may not be a member of the
selection committee. However, the selection committee may invite the
incumbent to advise on the requirements of the post, and may interview him
or her.
4.9.
No member of the selection committee may be or become a candidate for the
position.
3
5.
CHAIR
The Chair of each selection committee shall be the Vice-Chancellor (ex officio), who
may delegate this to a Deputy Vice-Chancellor or Dean, or his/her nominee. If the
Dean Chairs the selection committee, the Vice-Chancellor will appoint a Deputy ViceChancellor to attend the final interviews, unless the Vice-Chancellor is present.
6.
SPECIAL QUORUM RULES
The quorum for all meetings of the selection committee must be half of all members
of the selection committee who are eligible to vote, with the exception of the ViceChancellor and the Deputy Vice-Chancellors, who shall not be counted in the total or
in the numbers of those present.
The following members of the committee must be present in order for the meeting to
be quorate:
The Chair
Head of Department, or nominee
Employment equity representative, or alternate
If the Vice-Chancellor or Deputy Vice-Chancellor is the Chair, the Dean or nominee
must be present.
If the Dean Chairs the meeting of the final interviews, it is a necessary requirement
that the Vice-Chancellor or a Deputy Vice-Chancellor is present.
7.
TERMS OF OFFICE
The committee holds office until the post is filled or a decision is made not to fill the
vacancy.
8.
9.
TERMS OF REFERENCE
8.1.
To meet as a search committee, to define the objectives and method of the
search and the way in which the post is to be advertised.
8.2.
To meet as a selection committee, to identify and recommend a suitable
candidate for appointment.
RECRUITMENT AND SELECTION PROCESS
9.1.
Detailed Guidelines
A separate set of rules on the recruitment and selection process is available at
http://www.hr.uct.ac.za and should be read in conjunction with this policy
document.
9.2.
Confidentiality
Confidentiality is cardinal to the all selection processes, and all members of
selection committees must observe the confidentiality of the process. This
relates not only to documents received and their contents but also to all
disclosures and communications in and related to the selection process.
9.3.
Selection Committee Process
9.3.1. The selection committee first meets as a search committee to define
the objectives of the search. The selection committee must then
4
decide the way in which the position is to be advertised, the manner of
the search, the selection criteria, the application forms to be used, and
approve all documentation relating to the post.
9.3.2
Application forms are mandatory.
Application forms must (a) address all criteria for appointment; (b)
require the applicants to answer the following questions: (i) “Are there
any circumstances relevant to your application of which, in the
interests of fair and frank disclosure, you should make the committee
aware, and if so give all salient particulars”; (ii) “Are you facing, have
you faced, or do you envisage having to face any disciplinary
professional or criminal charges, and if so please give all salient
particulars”; and (iii) “Have you been found guilty of professional
misconduct or a crime, if so give all the salient particulars”; and (c)
state that the information provided will be treated in confidence, and
will be made available to the selection committee.
Application forms must provide that a candidate who is uncertain about
whether information or circumstances are relevant and need to be
disclosed may seek a ruling from the University via the Executive
Director, Human Resources, prior to submitting his/her application.
9.3.3. The selection committee receives applications and creates a shortlist
of candidates for further assessment and selection.
HR shall
undertake a standard internet check on all shortlisted candidates. HR
shall provide the selection committee with written advice on
appropriate selection methodologies, and on the questions that shortlisted candidates must and may be asked, including questions related
to any matters pending of a legal, professional or disciplinary nature.
Should the selection committee appoint a sub-committee to do an
initial short-listing of the applications, the employment equity
representative shall be a member of that sub-committee.
9.3.4. The selection committee meets to agree on the shortlist for interviews,
after having obtained sufficient information on the candidates, which
could include referees’ reports, telephonic screening and verification of
credentials and qualifications.
9.3.5. The selection committee conducts interviews and makes a
recommendation, having taken the university’s Employment Equity
Policy
into
account.
This
may
be
found
at
http://hr.uct.ac.za/policies/ee.php .
Verification of qualifications and credit/criminal checks on the
recommended candidate shall be undertaken by HR.
9.4.
Referees
The following applies to referees for applicants:
9.4.1. A member of the selection committee concerned (including Council
and guest members) may not act as a referee for applicants. If a
member of the selection committee consents to act as a referee,
he/she must withdraw from membership of the selection committee
concerned.
9.4.2. All referees must disclose any special relationship to the applicant.
9.4.3. Referees must be informed that the University undertakes to treat any
information that they submit as confidential.
5
9.5.
Unverified Information
Ways of diminishing the effects of unverified information must be sought by
the Chair. Unverified information is not inadmissible, but must be identified as
such and valued accordingly. Information adverse to an individual’s
candidature, whether verified or not, may not be relied upon unless it, or the
gist of it, is given to the candidate and the candidate has been given an
opportunity to respond to it.
9.6.
Voting
All members of the selection committee are eligible to vote, other than Council
observers, assessor members and guest members.
The selection committee must make every effort to reach a decision by
consensus. Failing this, a decision to recommend a candidate requires at
least two-thirds of the members present and eligible to vote in favour. The
Chair at each meeting of each selection committee shall have a deliberative
but no casting vote. No member of the Selection Committee may vote if he or
she was not present at all of the selection committee interviews of all of the
candidates who are considered in that vote.
10.
RECOMMENDATION OF THE SELECTION COMMITTEE
The recommendation of the selection committee may be either:
11.
(a)
to make an appointment, or
(b)
to make no appointment, and/or
(c)
to make recommendations complementary to the above.
DELEGATED AUTHORITY
Approval of Professorial Appointments
The appointment is made by the Vice-Chancellor (or the Deputy Vice-Chancellor who
attended the final interviews), on the recommendation of the selection committee.
12.
These committees are serviced by the Staff Recruitment and Selection Office
MEMBERSHIP: SELECTION COMMITTEES FOR PROFESSORIAL POSTS :
CATEGORY A
Status
The
composition
must be
approved by
Committee of Senate
Vice-Chancellor
Deputy Vice-Chancellors
Dean of the Faculty, or nominee
Head of Department, or nominee
Ex Officio
Ex Officio
Ex Officio
Ex Officio
6
the Dean
Other members must be members of the permanent
academic staff of the university (with at least one
member from a cognate department). There is no limit
on the number of other members, but the committee
should be of manageable size. Alternates are to be
appointed at the outset and the Chair has the authority
to call on an alternate at any stage during the
recruitment process if difficulties arise, e.g. quorum
requirement, if one of the members is unable to
participate.
The Faculty’s Transformation Committee must
nominate an employment equity representative to
serve on the committee. An employment equity
representative must be a member of the permanent
academic staff and he or she must ensure that he or
she has a clear understanding of the Employment
Equity policy4 and the faculty’s employment equity plan
and targets.
Two alternate employment equity
representatives are to be appointed at the outset and
the Chair has the authority to call on an alternate at
any stage during the recruitment process if the
appointed employment equity representative is unable
to participate.
In addition to the above members, the following are
4
Ad hoc
Ad hoc
Ad hoc
This is available at http://hr.uct.ac.za/policies/ee.php
7
members of the selection committees for joint staff
posts, and each has the right to nominate an alternate
to serve on the selection committee in his/her stead.
Groote Schuur Hospital Joint Staff Posts:
The Chief Executive Officer, Groote Schuur Hospital,
or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
Red Cross Hospital Joint Staff Posts:
The Chief Executive Officer, Red Cross War Memorial
Childrens’ Hospital, or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
Associated Psychiatric Hospitals Joint Staff Posts:
The Chief Director, Regional Hospitals, Associated
Psychiatric Hospitals and Emergency Medicine
Services, or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
District Health Services and Programmes Joint
Staff Posts:
The Deputy Director-General, District Health Services
and Programmes, or nominee.
National Health Laboratory Service Joint Staff
Posts:
Regional Manager, NHLS.
The Chief Executive Officer, NHLS, or nominee.
Council
Observers
Note
Chair
Terms of
Office
Serviced by
Contact
Details
A member of the University Council may be appointed
to each selection committee as a non-voting member.
The Council observers will be selected from the list of
external members of Council who are willing to serve.
Ad hoc
The composition of the selection committee shall be
published in the Principal’s Circular.
The Chair of each selection committee shall be the
Vice-Chancellor (ex-officio), who may delegate this to
a Deputy Vice-Chancellor or Dean, or his/her nominee.
If the Dean Chairs the selection committee, the ViceChancellor will appoint a Deputy Vice-Chancellor to
attend the final interviews, unless the Vice-Chancellor
is present.
The committee holds office until the post is filled or a
decision is made not to fill the vacancy.
Staff Recruitment and Selection Office
Email: Gugu.Vakiele@uct.ac.za
Ms G Vakiele
Phone:021650 2216
8
SELECTION COMMITTEES FOR
ASSOCIATE PROFESSOR, SENIOR LECTURER AND LECTURER POSTS :
CATEGORY B
1.
STATUS : Committee of Senate.
2.
DATE OF APPROVAL AND GENERAL RULES AND GUIDELINES
2.1.
Date of approval: Senate, via PC 07 2009. Council EXCO November 2009.
2.2.
General Rules and Guidelines for Committees
These terms of reference should be understood in conjunction with the
general rules for procedures for committees, as amended form time to time,
and published in the Principal's Circular. These general rules and procedures
can be found at http://www.uct.ac.za/about/governance/committees
3.
PURPOSE
To select the most suitable candidate for an academic appointment, taking
cognisance of the university’s Employment Equity Policy.
4.
COMPOSITION OF SELECTION COMMITTEE
4.1.
Compilation and Approval of Composition
The selection committee is compiled by the Dean, after consultation with the
Head of Department and the Chair of the Faculty’s Transformation
Committee, to ensure expertise and diversity. The Dean approves the
composition of the committee and is inter-alia accountable for diversity in the
membership.
4.2.
Ex Officio Members
Vice-Chancellor, Deputy Vice-Chancellors, Dean of the Faculty and Head of
Department. (The statute provides that the VC and DVCs are members ex
officio; Senate has decided that the Dean and HOD will be).
4.3.
Employment Equity Representatives
The Faculty’s Transformation Committee must nominate an employment
equity representative to serve on the committee. An employment equity
representative must be a member of the permanent academic staff, and he or
she must ensure that he or she has a clear understanding of the Employment
Equity policy5 and the faculty’s employment equity plan and targets. 6 Two
5
This is available at http://hr.uct.ac.za/policies/ee.php
It is the responsibility of the Dean or nominee to ensure that EE reps are provided with the details of
the faculty’s EE plan and targets.
6
9
alternate employment equity representatives are to be appointed at the outset
and the Chair has the authority to call on an alternate at any stage during the
recruitment process if the appointed employment equity representative is
unable to participate.
4.4.
Other Members
Other members must be members of the permanent academic staff of the
university (with at least one member from a cognate department). There is no
limit on the number of other members, but the committee should be of
manageable size. Alternates are to be appointed at the outset and the Chair
has the authority to call on an alternate at any stage during the recruitment
process if difficulties arise, e.g. quorum requirement, if one of the members is
unable to participate.
4.5.
Joint Staff Posts in the Health Sciences Faculty
In addition to the above members, the following are members of the selection
committees for joint staff posts, and each has the right to nominate an
alternate to serve on the selection committee in his/her stead.
4.5.1. Groote Schuur Hospital Joint Staff Posts:
 The Chief Executive Officer, Groote Schuur Hospital, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.2. Red Cross Hospital Joint Staff Posts:
 The Chief Executive Officer, Red Cross War Memorial Childrens’
Hospital, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.3. Associated Psychiatric Hospitals Joint Staff Posts:
 The Chief Director, Regional Hospitals, Associated Psychiatric
Hospitals and Emergency Medicine Services, or nominee
 The Deputy Director-General: Tertiary, Regional Hospitals and
Emergency Medicine Services, or nominee
4.5.4. District Health Services and Programmes Joint Staff Posts:
 The Deputy Director-General, District Health Services and
Programmes, or nominee
4.5.5. National Health Laboratory Service Joint Staff Posts:
 Regional Manager, NHLS
 The Chief Executive Officer, NHLS, or nominee
4.6.
Guest Members
The Dean may invite up to two persons with expert knowledge of the relevant
discipline, from within or without the university to be guest members. Guest
members do not vote.
4.7.
Retiring/Resigning Incumbent of the Post
The retiring/resigning incumbent of a post may not be a member of the
selection committee. However, the selection committee may invite the
incumbent to advise on the requirements of the post, and may interview him
or her.
4.8.
No member of the selection committee may be or become a candidate for the
position.
10
5.
CHAIR
The Chair of each selection committee shall be the Dean, or his/her nominee.
6.
SPECIAL QUORUM RULES
The quorum for all meetings of the selection committee must be half of all members
of the selection committee who are eligible to vote, with the exception of the ViceChancellor and the Deputy Vice-Chancellors, who shall not be counted in the total or
in the numbers of those present.
The following members of the committee must be present in order for the meeting to
be quorate:
The Chair
Head of Department, or nominee
Employment equity representative, or alternate
7.
TERMS OF OFFICE
The committee holds office until the post is filled or a decision is made not to fill the
vacancy.
8.
9.
TERMS OF REFERENCE
8.1.
To meet as a search committee, to define the objectives and method of the
search, and the way in which the post is to be advertised.
8.2.
To meet as a selection committee, to identify and recommend a suitable
candidate for appointment.
RECRUITMENT AND SELECTION PROCESS
9.1.
Detailed Guidelines
A separate set of rules on the recruitment and selection process is available at
http://www.hr.uct.ac.za and should be read in conjunction with this policy
document.
9.2.
Confidentiality
Confidentiality is cardinal to the all selection processes, and all members of
selection committees must observe the confidentiality of the process. This
relates not only to documents received and their contents but also to all
disclosures and communications in and related to the selection process.
9.3.
Selection Committee Process
9.3.1. The selection committee first meets as a search committee to define
the objectives of the search. The selection committee must then
decide the way in which the position is to be advertised, the manner of
the search, the selection criteria, the application forms to be used
(where applicable) and approve all documentation relating to the post.
9.3.2 Application forms are mandatory.
Application forms must (a) address all criteria for appointment; (b)
require the applicants to answer the following questions: (i) “Are there
any circumstances relevant to your application of which, in the
interests of fair and frank disclosure, you should make the committee
aware, and if so give all salient particulars”; (ii) “Are you facing, have
you faced, or do you envisage having to face any disciplinary
professional or criminal charges, and if so please give all salient
particulars”; and (iii) “Have you been found guilty of professional
misconduct or a crime, if so give all the salient particulars”; and (c)
11
state that the information provided will be treated in confidence, and
will be made available to the selection committee.
Application forms must provide that a candidate who is uncertain about
whether information or circumstances are relevant and need to be
disclosed may seek a ruling from the University via the Executive
Director, Human Resources, prior to submitting his/her application.
9.3.3. The selection committee receives applications and creates a shortlist
of candidates for further assessment and selection.
HR shall
undertake a standard internet check on all candidates. HR shall
provide the selection committee with written advice on appropriate
selection methodologies, and on the questions that short-listed
candidates must be asked, including questions related to any matters
pending of a legal, professional or disciplinary nature. Should the
selection committee appoint a sub-committee to do an initial shortlisting of the applications, the employment equity representative shall
be a member of that sub-committee.
9.3.4. The selection committee meets to agree on the shortlist for interviews,
after having obtained sufficient information on the candidates, which
could include referees’ reports, telephonic screening and verification of
credentials and qualifications.
9.3.5. The selection committee conducts interviews and makes a
recommendation, having taken the university’s Employment Equity
Policy
into
account.
This
may
be
found
at
http://hr.uct.ac.za/policies/ee.php .
Verification of qualifications and credit/criminal checks on the
recommended candidate shall be undertaken by HR.
9.4.
Referees
The following applies to referees for applicants:
9.4.1. A member of the selection committee concerned (including Council
and guest members) may not act as a referee for applicants. If a
member of the selection committee consents to act as a referee,
he/she must withdraw from membership of the selection committee
concerned.
9.4.2. All referees must disclose any special relationship to the applicant.
9.4.3. Referees must be informed that the University undertakes to treat any
information that they submit as confidential.
9.5.
Unverified Information
Ways of diminishing the effects of unverified information must be sought by
the Chair. Unverified information is not inadmissible, but must be identified as
such and valued accordingly. Information adverse to an individual’s
candidature, whether verified or not, may not be relied upon unless it, or the
gist of it, is given to the candidate and the candidate has been given an
opportunity to respond to it.
9.6.
Voting
All members of the selection committee are eligible to vote, other than Council
observers, assessor members and guest members.
12
The selection committee must make every effort to reach a decision by
consensus. Failing this, a decision to recommend a candidate requires at
least two-thirds of the members present and eligible to vote in favour. The
Chair at each meeting of each selection committee shall have a deliberative
but no casting vote. No member of the Selection Committee may vote if he or
she was not present at all of the selection committee interviews of all of the
candidates who are considered in that vote.
9.
RECOMMENDATION OF SELECTION COMMITTEE
The recommendation of the selection committee may be either:
(a) to make an appointment, or
(b) to make no appointment, and/or
(c) to make recommendations complementary to the above.
11.
DELEGATED AUTHORITY
Approval of Associate Professor Appointments
The appointment is made by the Vice-Chancellor/Deputy Vice-Chancellor, on the
recommendation of the selection committee.
Approval of Senior Lecturer/Lecturer Appointments
The appointment is made by the Dean, on the recommendation of the selection
committee.
12.
These committees are serviced by the Staff Recruitment and Selection Office
MEMBERSHIP: SELECTION COMMITTEES FOR
ASSOCIATE PROFESSOR, SENIOR LECTURER AND LECTURER POSTS:
CATEGORY B
Status
The
composition
must be
approved by
the Dean
Committee of Senate
Vice-Chancellor
Deputy Vice-Chancellors
Dean of the Faculty, or nominee
Head of Department, or nominee
Other members must be members of the permanent
academic staff of the university (with at least one
member from a cognate department). There is no limit
on the number of other members, but the committee
should be of manageable size. Alternates are to be
appointed at the outset and the Chair has the authority
to call on an alternate at any stage during the
recruitment process if difficulties arise, e.g. quorum
requirement, if one of the members is unable to
participate.
Ex Officio
Ex Officio
Ex Officio
Ex Officio
Ad hoc
13
The Faculty’s Transformation Committee must
nominate an employment equity representative to
serve on the committee. An employment equity
representative must be a member of the permanent
academic staff, and he or she must ensure that he or
she has a clear understanding of the Employment
Equity policy7 and the faculty’s employment equity plan
and targets.
Two alternate employment equity
representatives are to be appointed at the outset and
the Chair has the authority to call on an alternate at
any stage during the recruitment process if the
appointed employment equity representative is unable
to participate.
In addition to the above members, the following are
members of the selection committees for joint staff
posts, and each has the right to nominate an alternate
to serve on the selection committee in his/her stead.
Ad hoc
Ad hoc
Groote Schuur Hospital Joint Staff Posts:
The Chief Executive Officer, Groote Schuur Hospital,
or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
Red Cross Hospital Joint Staff Posts:
The Chief Executive Officer, Red Cross War Memorial
Childrens’ Hospital, or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
Associated Psychiatric Hospitals Joint Staff Posts:
The Chief Director, Regional Hospitals, Associated
Psychiatric Hospitals and Emergency Medicine
Services, or nominee.
The Deputy Director-General: Tertiary, Regional
Hospitals and Emergency Medicine Services, or
nominee.
District Health Services and Programmes Joint
Staff Posts:
The Deputy Director-General, District Health Services
and Programmes, or nominee.
National Health Laboratory Service Joint Staff
Posts:
Regional Manager, NHLS.
The Chief Executive Officer, NHLS, or nominee.
Note
Chair
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The composition of the selection committee shall be
published in the Principal’s Circular.
The Chair of each selection committee shall be the
Dean, or his/her nominee
This available at http://hr.uct.ac.za/policies/ee.php
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Terms of
Office
Serviced by
Contact
Details
The committee holds office until the post is filled or a
decision is made not to fill the vacancy.
Staff Recruitment and Selection Office
Email: Gugu.Vakiele@uct.ac.za
Ms G Vakiele
Phone:021650 2216
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